Human Resources Manager

Job Purpose/Summary: The Human Resources Manager provides leadership and operational oversight for the HR function under the direction of the Director of Human Resources. Serving as the Director’s right hand, this role ensures continuity of HR operations and can operate independently in their absence.

The Manager oversees core HR services including benefits and compensation, payroll partnership, employee and labor relations, compliance, and talent management. In a labor-heavy environment, this role represents HR in partnership with Operations’ Labor Relations team and serves as a liaison with Saltchuk, benefits administrators, and vendors, elevating issues as needed.

The ideal candidate demonstrates sound judgment, makes independent decisions, and maintains strict confidentiality with sensitive employee, labor, and business information.

Essential Functions:

Strategic & Operational Leadership

• Translate Young Brothers’ mission of “Moving Hawai‘i, Every Day” into HR practices that support safety, customer service, and connection across the Islands.
• Align HR priorities with company business goals to ensure HR functions as a strategic partner in growth, efficiency, and community impact.
• Act as deputy to the Director of HR, leading HR operations in their absence to ensure continuity and consistency in decision-making and services.
• Partner with leadership on workforce planning, talent acquisition, retention, and employee development to strengthen organizational capacity.
• Anticipate and respond to emerging HR trends, regulatory changes, and industry-specific challenges that affect Young Brothers’ maritime and logistics operations.
• Monitor HR metrics such as turnover, engagement, compliance, and vendor performance, and use data to guide recommendations and improvements.
• Foster a culture of accountability, transparency, and alignment by ensuring HR actions and policies consistently reflect Young Brothers’ values.

Benefits & Compensation

• Oversee the full administration of all company benefit programs, including health plans, 401(k), and post-retirement benefits such as pensions, ensuring accuracy, compliance, and timely execution.
• Serve as the liaison between the company, Saltchuk, the enterprise-wide benefits administration company, and external vendors to address and resolve benefit-related issues.
• Monitor service levels and vendor performance, escalating concerns or recommendations to the Director of HR, Saltchuk Benefits team the YB Pension Committee, or the YB Board Compensation Committee, as appropriate.
• Prepare materials and provide operational support for the Director of HR’s participation in the YB Pension Committee and YB Board Compensation Committee, ensuring the Manager is informed and able to elevate issues requiring board-level review.
• Partner with Payroll and Benefits staff to coordinate open enrollment, compliance audits, plan renewals, and employee communications.
• Maintain a working knowledge of benefit trends, legal updates, and plan performance metrics to inform leadership decisions.
• Support compensation programs through analysis, administration, and alignment with YB’s salary structures, escalating strategic or structural issues to the Director of HR for board-level discussion

Employee & Labor Relations

• Represent HR in labor relations matters, partnering closely with the Operations Labor Relations team that serves as the company’s direct union interface.
• Collaborate with Operations leadership to support consistent application of collective bargaining agreements, policies, and practices across the workforce.
• Oversee employee relations within HR’s scope, including grievances, investigations, performance issues, and disciplinary actions, ensuring fair process and documentation.
• Elevate complex or sensitive labor matters to the Director of HR for strategic guidance and coordination with Operations leadership.
• Provide training and support to managers and supervisors on employee relations, contract compliance, and conflict resolution, working in alignment with Operations’ Labor Relations function.
• Monitor workforce issues and trends in a labor-heavy environment, ensuring HR maintains alignment with both company objectives and employee well-being.

Team Leadership & Development

• Provide direct leadership to HR Business Partners, HR Generalist, and payroll/benefits staff, ensuring accountability and alignment with Young Brothers’ mission and values.
• Inspire and motivate the HR team by modeling collaboration, service, and professionalism in daily interactions.
• Coach, mentor, and develop HR staff to strengthen individual skills and prepare team members for future growth opportunities.
• Lead performance evaluation and goal-setting processes for HR staff in partnership with Director of HR, ensuring timely and constructive feedback.
• Identify and recommend development opportunities across the organization, partnering with leaders to support employee growth and workforce capability.
• Promote a culture of continuous improvement and knowledge sharing within the HR function.

Compliance & Administration

• Ensure compliance with all federal and state labor and employment laws, including EEO, AAP, non-discrimination, harassment prevention, and ethics requirements.
• Oversee annual compliance programs such as harassment and ethics training, coordinating with Operations leadership.
• Monitor compliance timelines, completion rates, and reporting, escalating concerns or risks to the Director of HR as needed.
• Maintain HR policies and procedures in alignment with legal requirements and company standards.
• Oversee HR systems (ADP, Cornerstone, SAP, Concur) for efficiency, accuracy, and compliance.
• Manage HR vendor contracts and service level agreements.
• Assist with HR budget development and monitoring.

Knowledge, Skills and Abilities:

• Superior interpersonal skills, including collaborative conflict resolution, problem-solving, coaching, and negotiation.
• Demonstrated ability to work effectively and influence at all levels of the organization.
• Proven success in leading and developing a team, with the ability to inspire, coach, and build capability in others.
• Strong understanding of multiple benefit plans and collective bargaining agreements.
• Demonstrated competency in developing and administering compensation programs.
• Ability to exercise sound judgment, make independent decisions, and maintain strict confidentiality with sensitive information.
• Effective written and verbal communication skills, with the ability to communicate with employees at all levels, from front-line workers to executives, and integrate YB’s branding and values into HR communications.
• Public speaking skills for presentations and training to internal audiences.
• Understanding and appreciation of diverse cultures with the ability to represent the company effectively in a variety of settings and communities.
• Data-driven mindset with the ability to analyze HR metrics, monitor compliance, and use insights to guide recommendations.
• Innovative manager with a strong drive to create a positive work environment aligned with YB’s mission and values.
• Ability to organize and prioritize workload, effectively manage time, and meet deadlines in a fast-paced environment.
• Strategic thinker with the ability to also operate hands-on as needed.
Proficiency in MS Office and Outlook, with prior experience using ADP preferred.

Minimum Qualifications:

• Bachelor’s degree in Human Resources, Business Administration, Industrial Relations, or related field required.
• PHR, SPHR, SHRM-CP, or SHRM-SCP certification preferred.
• Minimum 5–7 years of progressive HR experience, including at least 3 years in a management role with direct responsibility for leading a team of HR professionals.
• Minimum 3 years of benefits management and administration experience, with at least 2 years in 401(k), post-retirement, and pension plans.
• At least 5 years of experience handling complex labor and employee relations matters, preferably within a unionized or labor-heavy workforce.
• Demonstrated ability to exercise sound judgment, make independent decisions, and maintain confidentiality when handling sensitive information.
• Experience working with HRIS and payroll systems, with the ability to analyze data and prepare reports to inform decision-making.
• Familiarity with supporting or liaising with executive leadership or governance committees preferred.
• Thorough knowledge of state and federal employment laws.
Must meet qualifications for obtaining the TSA’s Transportation Worker Identification Credential (TWIC) card.

Working Conditions : Work is primarily performed in a normal office environment, with periodic visits to other locations and vessels in varying weather conditions. The role may require more than a standard workweek, including weekends, and up to 10–20% travel. Regular and predictable attendance is required.

Physical/Mental Demands : While performing the duties of this job, the employee is frequently required to sit, use hands or fingers, talk, and hear. The employee is occasionally required to stand, walk, and reach with hands and arms. The employee must occasionally lift and move up to 25 pounds. The position requires the ability to move between buildings, ascend and descend stairs, and go outdoors in all types of weather. Specific vision abilities required include close vision and the ability to adjust focus. Strong listening and verbal communication skills are required for presentations, trainings, and meetings.

Position Content : This job description is not intended to be and should not be construed as an all-inclusive list of responsibilities, skills, or working conditions associated with the position. While it is intended to accurately reflect the activities and requirements, these may change over time. Management reserves the right to modify, add, or remove duties and assign other responsibilities as necessary.